Jan 2024 – Apr 2026 · 2 yrs 3 mos · Santa Clara, CA

• Partner with engineering and hiring leaders to identify and attract elite talent across ultra high speed SerDes, GPU, ASIC, SOC, and power design engineering teams. Responsibilities included prescreening Analog/Mixed Signal Design, Design Verification, and Post Silicon Validation engineers. Methods include using advanced Boolean search strategies and targeted outreach across platforms such as IEEE publications, technical conferences,
• internal ATS, and other technical communities. Leverage technical keywords and skills (e.g., Rx/Tx, CTLE, PAM4, D2D, Verilog, SystemVerilog, UVM, C/C++, Python, RTL design, simulation, debug, emulation, FPGA
• prototyping, silicon bring-up, lab validation, phase noise analyzers, BERT, ethernet, UCIe, PCIe,
• LPDDR, FinFET) to build strong pipelines of highly specialized candidates. Conduct thorough intake meetings and collaborate closely with hiring managers throughout the hiring process to refine requirements, calibrate on profiles, and drive building highly niche pipelines with passive candidates that are highly confidential.

Aug 2022 – Dec 2023 · 1 yr 4 mos · Palo Alto, CA

• Responsible for administrative tasks such as running student transcript reports, entering complex attendance data into a proprietary database, creating excel documents and sending high volume email exchanges with both PAUSD staff, students and parents. This position also required working closely with staff and parents regarding confidential issues. Constant flexibility, learning new processes, and modeling positive staff/student interaction were needed for this role.

Nov 2013 – Oct 2020 · 6 yrs 11 mos · Cupertino, CA

• Supported multiple highly confidential hardware engineering teams (Apple Watch, wireless chip, iPhone, iPad) to build and maintain a pipeline of top tier candidates. Positions included digital/mixed signal design engineers, Post Si Validation engineers with deep chip/board/FW level experience. Also, recruited Test and QA engineers. Extensive focus on sourcing passive candidates from direct competitors. Experienced with building referral relationships with Tier 1 university professors, along with their teaching assistants. Equally adept with strategic, one-off searches in addition to high volume pipelining as needed. Was able to easily pivot to drive all phases of the recruiting life cycle.

Sep 2012 – Jun 2013 · 9 mos · Sunnyvale

• Supported US teams by partnering with hiring managers to source Embedded Software
• Engineers, Systems Engineers, IT Support, Regional Sales Managers, Post-Sales Technical
• Support Engineers. Responsible for sourcing candidates with extensive Ethernet 10 GigE,
• Protocol Layer 2-3, Clustering and Data-Center experience. Sourcing strategies included
• networking with current and past candidates, LinkedIn Recruiter, researching technical paper
• authors, Indeed, Facebook, etc. Also supported the initial University Relations efforts in the US.
• Responsible for several job fairs at Stanford University and Santa Clara University to market
• Mellanox directly to each engineering department chair along with key professors. Coordinated
• participation in a virtual job fair with VMware RIF employees.

Sep 2010 – Jan 2012 · 1 yr 4 mos

• Primarily supported the Wireless R&D Division by researching and sourcing candidates for the
• following positions: RFIC/Analog/Mixed-Signal IC Design Engineers, Digital Signal Processing
• Engineers, ASIC Design (front end BT MAC/PHY), SOC Design (front end/implementation),
• Digital Design Verification (SystemVerilog, Specman), Wireless Systems Hardware (PCB and
• Systems Design for wireless SOCs), WiFi Systems QA Engineers (OTA, BT+WiFi), Embedded
• Wi-Fi, Firmware Engineers with Linux kernel/Bluetooth drivers/BSP for combo WiFi/BT/802.11 a/b/g/n chipsets.

Jul 2008 – Jan 2009 · 6 mos

• Hired for a project to identify top engineering talent in a high volume silicon/hardware staffing team. Utilized strong passive candidate sourcing skills to recruit highly sought after engineers with both advanced degrees and specialized work experience. In addition to the standard recruiting sources such as LinkedIn and Affinity Circles, developed referral relationships with both engineers and engineering professors from top engineering schools such as Stanford, Berkeley, Cal Tech, UCLA, and USC. Responsible for sourcing, recruiting and interviewing candidates for most of Marvell’s business units (Wireless SOC, DTV, Storage/File Systems, Datacom) for positions including Analog, RFIC and SOC Digital Design, PHY layer, Baseband and GPS algorithm development. Also provided sourcing for SQA, Oracle BI Analysts, and Program Managers. Utilized the ADP VE candidate tracking database.

Dec 2005 – Jun 2008 · 2 yrs 6 mos

• Identified and built relationships with hiring managers at leading Silicon Valley technology
• companies primarily in the areas of embedded software engineering, ASIC design, design
• verification, and chip/board bring-up roles to provide contractor and FTE staffing solutions.
• Leveraged tenacious networking skills and personal contacts along with tracking market trends
• in embedded systems and hardware engineering demand in Silicon Valley. Used this insight to
• prioritize target accounts and anticipate client needs. Responsibilities included completing intake
• meetings, rate negotiation, driving final contract execution, calibrating job requisitions with
• internal recruiters, and delivering qualified candidates in a fast-paced, highly competitive market.
• Maintained strong client relationships by proactively and consistently gathering hiring needs,
• setting expectations, and aligning client requirements with internal recruiting priorities to meet
• headcount, tapeout deliverables, and budget objectives.

Feb 2001 – Jul 2002 · 1 yr 5 mos

• Partnered directly with Series A start-up Founders, CEO and VC partners to recruit the initial 25-
• 50 key employees for this Optical networking start-up. Positions included Hardware Engineers,
• Optical Engineers, Embedded Software Engineers, NPI, and G&A staff. Full life cycle recruiting
• role sourcing highly passive candidates, developing recruiting and closing strategies with very
• limited tools, negotiating complex pre-IP compensation packages. Collaborated with board
• members to align hiring objectives that met deliverable schedules and headcount budget. Built a
• recruiting team that reported directly to me. After the company was fully staffed, was asked to
• become a fulltime employee and serve as the Recruiting and Human Resources Manager.

Jan 2000 – Jan 2001 · 1 yr

• Partnered directly with Series A start-up Founders, CEO and VC partners to recruit the initial 25-
• 50 key employees for this Optical networking start-up. Positions included Hardware Engineers,
• Optical Engineers, Embedded Software Engineers, NPI, and G&A staff. Full life cycle recruiting
• role sourcing highly passive candidates, developing recruiting and closing strategies with very
• limited tools, negotiating complex pre-IP compensation packages while collaborating directly
• with the CFO. Met regularly with board members to align hiring objectives that met deliverable
• schedules and headcount budget. Built a recruiting team that reported directly to me. Worked
• with the CFO and founders to compile competitive compensation packages, prepared offer
• letters, extended offers, and closed candidates.

Jan 1997 – Jan 2000 · 3 yrs

• Identified and partnered with engineering manager/directors, and VPs to define contractor
• requirements, including real‑time/embedded software skills, ASIC/FPGA design, and board
• bring‑up and validation expertise. Negotiated contract terms, bill rates, and margins with both
• clients and contractors, balancing budget constraints with market rates for senior and niche
• engineering talent. Managed the full business development lifecycle from lead generation,
• qualification through proposal, and full contract execution. Worked closely with internal
• recruiting teams to translate technical requirements into targeted candidate searches,
• ensuring strong alignment on skills, contract length, and on‑site expectations. Was
• awarded one of H.L. Yoh’s largest onsite managed service accounts to identify
• contractor headcount opportunities, drive additional contractor placement and
• maintain relationships with engineering leaders.